Get ready for hybrid remote work

After the one-year anniversary of the COVID global pandemic, it’s beginning to feel like we’re trapped in some odd dream with Bill Murray waiting to see if Punxsutawney Phil finally sees his shadow.

 According to a Gartner study, 40% say that workdays have become longer, 67% agree that expectations of flexibly working have increased and 55% think flexibility is a factor in whether they stay with their current employers.

 What is clear is that we are not going back to our pre-pandemic ways and that virtual arrangements are viable options including hybrids of virtual and physical workplaces.

What will you do to prepare for a hybrid workplace where some employees need to show up to a physical workplace, while others will work remotely and possibly in other countries and time zones? 

What Have we Learned?

·        Working virtually can be done, but there are side effects.

·        Technology exists to enable virtual arrangements.

·        It isn't for everybody, but more than we thought.

·        Employers can benefit from cost savings related to commercial space.

·        It’s harder to leave the office; workdays are longer.

·        There are wellness challenges both physical and mental. 

·        Hybrid approaches capture the best of both worlds

From these learnings, we have identified 5 steps to help your organization prepare for a hybrid workplace: 

1) Take Inventory

Take an inventory of your existing roles and determine which roles can work virtually versus physical and ensure that employees understand expectations based on role.  

Some roles such as overseeing manufacturing or trades may require on-site work, while others such as accounting, supply chain or IT may be able to work 100% virtually.

Create a policy that clearly documents the rules and expectations for virtual and physical work and ensure that you clearly communicate to your people and teams. And, be honest by examining the motivating factors that allow or limit virtual arrangements.

2) Document Expectations

Companies considering remote or hybrid work will need to review and redefine workplace practices. This starts by defining critical employee drivers and the sweet spot for hybrid teams in your organization.

Defining the right mix of remote work means documenting acceptable ways of working and protocols for hybrid teams where some are virtual and others on-site (and everything in between).

Ensure that managers and team leads understand ways of working and expectations based on the nature of work for each role. For example, work that is collaborative in nature can be done remotely, but this requires effort to manage down to small details such as turning on video cameras so that teams can see each other. Or, helping new employees feel connected to colleagues they have only met virtually.  

3) Upgrade your Employee Value Proposition

According to a PayScale 2021 Compensation Best Practices Survey, many organizations have not determined how remote work is going to impact pay. 11% of organizations surveyed have a pay strategy specific to remote work and another 10.6% state that they are working on a strategy for 2021.

Organizations have an opportunity to redefine their value proposition and position your organization as a preferred employer of choice by defining what's in it for employees when they join your organization. The ability to work virtually might be appealing to some where others might value the connections that they make with others by being in a physical location.

It’s important that you don’t create a norm that might disengage some employees. By taking into consideration individual preferences, you can create options where people can either work from home or come to a physical location where they can connect with their colleagues.

4) Emphasize Wellness

Terms like “Zoom Fatigue” and days where employees are in front of a screen for 10 or more hours have become a reality. Employees with children or pets struggle with the ability to separate work and personal life. Single employees may be struggling with pandemic-driven isolation and potentially loneliness that affects well being.

In addition to a physical health crisis, the pandemic also led to a mental health crisis the proportion of which we have not witnessed in our lifetime.

5) Remote Office Setup

Research conducted by Microsoft reveals that 42% of remote employees lack office essentials, while only 10% have an adequate internet connection to do their job. 

Employees need to have secure, reliable office environments if they are working remotely. This includes sufficient technology (WiFi, computers, monitors, printers, etc.), ergonomics (a kitchen table is not a long term solution), and security and confidentiality.

To what extent is an employer accountable for a workplace environment that is based in an employee’s home? This includes everything from ensuring safety protocols such as fire extinguishers are on-site and that workspaces that accommodate ergonomic designs.

Leading companies are conducting audits of workspaces in employee homes and ensuring that their health and safety protocols are considered for remote work (both regulated and non-regulated).

In a remote or hybrid work environment, companies have an opportunity to help employees effectively manage their work and personal lives. Remote work is on the rise and will remain an important benefit to employees after the pandemic ends.